Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspectives. Diversity in the Workforce Series Report #2.

Autor/inn/en	Wentling, Rose Mary; Palma-Rivas, Nilda
Institution	National Center for Research in Vocational Education, Berkeley, CA.
Titel	Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspectives. Diversity in the Workforce Series Report #2.
Quelle	(1997), (61 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Adult Vocational Education; Affirmative Action; Cultural Differences; Diversity (Institutional); Employment Practices; Equal Opportunities (Jobs); Human Resources; Job Training; Labor Force Development; Organizational Climate; Organizational Development; Personnel Integration; Personnel Policy; Quality of Working Life; Racial Integration; Sex Fairness; Work Environment + Suchen Sie Ihr Suchwort? Kultureller Unterschied; Berufspraxis; Equal opportunity; Equal opportunities; Job; Jobs; Chancengleichheit; Beruf; Humankapital; Berufsqualifizierender Bildungsgang; Arbeitskräftebestand; Organisationsklima; Organisationsentwicklung; Personalpolitik; Arbeitsqualität; Rassenintegration; Sexualaufklärung; Arbeitsmilieu
Abstract	To obtain information on workplace diversity initiatives and programs, 12 diversity experts were interviewed. Participants identified organizational and individual barriers to the advancement of diverse groups in the workplace. The following factors were most likely to influence diversity in the workplace: demographic changes, global marketplace, economics, comfort with being different, a diverse customer base, and equal employment opportunity and affirmative action programs. Four major reasons why organizations manage diversity were as follows: to improve productivity and remain competitive, to form better work relationships among employees, to enhance social responsibility, and to address legal concerns. Best strategies for managing diversity were identified: training, organizational policies that mandate fairness and equity, mentoring programs, nondiscriminatory performance appraisal, outreach programs, and career development programs. Major goals of diversity training were to increase organizational and personal effectiveness. Components of an effective diversity training program included the following: commitment and support from top management, inclusion as part of the organizational strategic plan, meeting organizational needs, qualified trainers, combining with other diversity initiatives, mandatory attendance, creating inclusive programs, providing trust and confidentiality, accountability, and evaluation. Recommendations for human resource development professionals, educators, and researchers were developed. (Contains 72 references.) (YLB)
Anmerkungen	NCRVE Materials Distribution Service, Horrabin Hall 46, Western Illinois University, Macomb, IL 61455; phone: 800-637-7652 (order no. MDS-1082, $6.50).
Erfasst von	ERIC (Education Resources Information Center), Washington, DC